North Central Charter Essential School

Show detailed information about district and contract

DistrictNorth Central Charter Essential School
Shared Contract District
Org Code4740000
Type of DistrictCharter
Union AffiliationNo Union
Most Recent DocumentContract
Expiring Year2010
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityurbanized centers
Number of Schools1
Enrollment375
Percent Low Income Students43
Grade Start7
Grade End12
download pdf version of this document view accessible version of this document North Central Charter

COLLABORATIVE BARGAINING AGREEMENT

Between the

NORTH CENTRAL CHARTER ESSENTIAL SCHOOL
BOARD OF TRUSTEES

And the

NORTH CENTRAL CHARTER ESSENTIAL SCHOOL
STAFF

 

July 1, 2009 – June 30, 2010

North Central Charter Essential School is an equal opportunity employer.
NCCES follows a policy of hiring, employing and promoting employees without regard to sex, race, color,
religion, marital status, sexual orientation, national origin, cultural heritage, ancestry, political beliefs, age,
pregnancy, physical or mental disability or veteran status.  All employment and promotion decisions are based
solely on valid requirements so as to be in accordance with and to further the principals of equal opportunity

TABLE OF CONTENTS

ARTICLE I

Recognition

Page 1

ARTICLE II

Management Rights

Page 4

ARTICLE III

Provisions for the School Year & Calendar

Page 4

ARTICLE IV

Provisions for the Work & School Day

Page 6

ARTICLE V

Working Conditions

Page 8

ARTICLE VI

Provisions for Salary and Benefits

Page 10

ARTICLE VII

Salary Schedule for Instructional Staff

Page 12

ARTICLE VIII

Stipends and Additional Compensation

Page 12

ARTICLE IX

Salary Schedules for Hourly Staff

Page 13

APPENDIX A

School Organizational Chart

Page 14

 

ARTICLE I – RECOGNITION

North Central Charter Essential School (NCCES) and the Board of Trustees (hereinafter “The Board”) recognizes the North Central Charter Essential School’s Collaborative Bargaining Team as the exclusive bargaining agent and representative for all staff.  Specifically excluded from this agreement are the Executive Director, the School Nurse, and the Business Manager whose contracts are negotiated with the Board. Pursuant to Massachusetts General Law Chapter 150E, this relationship is entered into for the purposes of collaborative bargaining with respect to wages, hours, other conditions of employment, the negotiation of collaborative bargaining, and any questions arising hereunder.

The terms of this agreement will be in effect until June 30, 2010 or until a new or revised agreement is reached.

Collaborative Bargaining Policies:

The process for arriving at the agreement is described in the Collaborative Bargaining Policies approved by the NCCES Board of Trustees on January 9, 2007.

One of the school’s goals is to attract, train, and retain excellent staff.  In addition, a successful school requires strong relationships and clear communication among the entire team of adults dedicated to helping students learn and achieve.  This proposal establishes structures and procedures for employee-management collaboration around issues of compensation, benefits, and work expectations.  

A. General Approach

A Collaborative Bargaining Team including the school administration, employee representatives, and a representative from the Board will be established to meet bi-monthly from December through April in the years of agreement renewal and as needed to address proposed amendments in non-renewal years. The Team will discuss any and all issues relating to terms of work at NCCES.  Items on which consensus is reached will be ratified by faculty and/or staff vote.  Approved items then become part of the Employee Resources Binder which is available at the time of appointment, is distributed to staff annually, and resides electronically on the Public Server (\\Frunabulax\public\staff\Employee Resources\CBA\CBA 0910 v.FINAL).  

1                    Collaborative Bargaining Team consensus 

2                    Faculty and/or Staff Ratification of CBA agreement by simple majority

3                    Collaborative Bargaining Agreement is added to the Employee Resource Binder

4                    Board approval of the Collaborative Bargaining Agreement

 

B. The Collaborative Bargaining Team

1. Membership -- The Collaborative Bargaining Team will include the following people:

·         Chair of the Board or designated Trustee – Chair of the committee

·         Executive Director

·         Principal

·         Business Manager

·         3 Faculty Reps

·         1-2 Staff Rep

 

1                    Elections – Faculty and staff reps will be elected by their constituencies.  Elections should take place by October 1 of each year. The Special Assistant to the Executive Director will coordinate the nomination and election process for faculty and staff.  An alternate will be determined for each position if the elected representative is unable to fulfill the duties.

2                    Meetings – The Collaborative Bargaining Team will meet beginning in December of the renewal year, twice a month or as determined by the committee.  

                  4.         Consensus – The Collaborative Bargaining Team will operate by consensus, requiring full agreement of all members on each item.  

                  a.         Proposals for change will be presented, clarified, discussed, and revised as necessary.

                  b.         If a block remains after 2 attempts at revision, the proposed item must be dropped and current policy continued.

                  5.         Team Procedures 

                  a.         Issues or proposals must be in writing.

                  b.         Proposals must submitted to the chair of the committee or a committee member at least one week before the next meeting in order to be guaranteed to be considered at the meeting. 

                  c.         Any member of the team may submit a proposal.  Each proposal must include the following information:

                  What is proposed?

                  What resources or logistical arrangements might be necessary to make the proposal work?

                  What are possible advantages and disadvantages of the proposal?

                  How does the proposal support the mission and vision of the school?

                  d. The Chair will prepare an agenda for each meeting and facilitate.

                  e. The sponsor of a proposal will be responsible for making revisions and drafting the
amendment to the CBA.

                  f. The Team will designate a Secretary to record the formal agreements reached by the Team.  A final draft will be produced and made available to the staff at the appropriate time.  Discussions will be kept confidential.

                  6.         Team Ground Rules - All parties agree to the following:

                  Adopt "what’s best for students" as a shared value.

                  Agree to be solution-oriented versus adversarial. 

3                    Board of Trustees Commitment – The NCCES Board of Trustees commits itself to honor and abide by the agreements reached through the Collaborative Bargaining Process.  Once agreements have been reached, ratified, incorporated into the CBA, and approved by Board vote, those agreements will not be changed except by new agreement of all parties.

 

ARTICLE II – MANAGEMENT RIGHTS

Except where such rights, powers, and authority are specifically and expressly relinquished by the provisions of the Agreement, the Board retains and reserves all statutory, customary and usual rights, powers, functions and authority of an employer to manage and direct its working force. This includes:

1                    The right to make and modify reasonable rules to assure orderly and effective work,

2                    the right to select, hire, evaluate job performance, transfer, assign, promote and retain
employees,

3                    the right to determine the necessity of filling a vacancy,

4                    the right to suspend, discipline or discharge employees and to relieve or layoff employees from duties in whole or in part because of lack of work, consolidations of positions, or for other legitimate reasons, to maintain the efficiency of its operations,

5                    to determine the organization, methods, means, technology, equipment and personnel by which such operations are to be conducted and to take whatever actions may be necessary to carry out the work of the Board for the public benefit.

 

The exercise of rights pursuant to this Article shall not be subject to the arbitration provisions of this Agreement unless exercised contrary to a specific provision of this Agreement.

ARTICLE III - PROVISIONS FOR THE SCHOOL YEAR & CALENDAR

A.       Instructional Staff – to include teachers, counselors, librarians:

The work year shall consist of 186 workdays to include 180 teaching days and 6 Professional Development Days as set by NCCES.  Nine (9) of these days will be worked without pay to be deducted from annual salary at the daily rate detailed in Article VII. Sixteen (16) hours of the nine days without pay will be considered professional development time and may be worked at home.

Notice of non-renewal of an instructional staff contract shall be issued by April 1st. Due to budgetary constraints reductions in force may become necessary after this date in accordance with Human Resource Policy # P4109.1.

Annual contracts for staff covered by this Agreement shall be issued by June 1st.

Prior to finalizing the school calendar, NCCES will provide the Collaborative Bargaining Team with the opportunity to have input.

NCCES and the Collaborative Bargaining Team agree that the overall traditional recesses in the school year shall be maintained, unless it becomes necessary to delete or shorten the recess(es) in order to meet the 180-day requirement. This management decision will be made in conjunction with staff input.

Newly hired members of the instructional staff will work an additional three (3) orientation days prior to the start of the school year. 

B. Support staff – to include office staff, custodial staff, and food service staff:

Notice of non-renewal of an hourly staff position shall be issued by April 1st. Due to budgetary constraints reductions in force may become necessary after this date according to Human Resource Policy # P4109.1.

 Annual contracts for employees covered by this Agreement shall be issued by June 1st. Contracts

shall include, but not be limited to (a) expected hours of employment; (b) rate of pay; (c) and a

company job description.

Reduction in total annual hours shall not be made by the Executive Director for any employee covered by the Agreement during the contract year, except by mutual agreement of the employee and NCCES.

The Initial contract for a new employee shall be subject to hours as determined by the Executive Director or authorized designee. Eligible employees shall receive the benefits as outlined in the HR Policies in accordance with their associated FTE (Full Time Equivalency). Placement on the salary schedule, contained in this agreement, will be negotiated prior to hiring.  Work assignments on holidays shall be made in advance and only by mutual agreement between employee and supervisor, with the appropriate pay.

C. Administrative Leadership Team – excluding those covered by Board of Trustees contract:

Work year as specified by individual contracts.  Nine (9) of these contract days will be worked without pay to be deducted from annual salary at the daily rate.  This amount (daily rate * 9) will be subtracted from the annual salary for a new base salary, which will then be paid in 24 installments the 15th and the last day of each month.

An example calculation is as follows:

$40,000 annual salary / 260 contract days = $153.85/per day * 9 days = $1,384.65. $40,000 – 1,384.65 = $38,615.35 for a new base salary to be paid as indicated above. 

Notice of non-renewal of an Administrative Leadership Team staff contract shall be issued by April 1st.

Annual contracts for employees covered by this Agreement shall be issued by June 1st. Contracts shall include, but not be limited to (a) expected days and hours of employment; (b) compensation

Page 5

to be received and how it will be paid out; (c) authorized vacation, sick, and personal days; job description, and any other expectations that may be required of this position, i.e. attendance at subcommittee meetings, etc.

Reduction in total FTE shall not be made by any member of management for any employee covered by the Agreement during the contract year, except by mutual agreement of the employee and NCCES.

ARTICLE IV – PROVISIONS FOR THE WORK AND SCHOOL DAY

A. All Instructional Staff work days shall be as follows:

a.

Two days a week from 7:45 a.m. until 2:45 p.m. 

b.

On Wednesdays, instructional staff will be expected to stay until 3:30 p.m. for professional development work, unless otherwise notified.

c.

Up to two days a week may be required until 3:15 for the following: . Student extra help . Team meetings . IEP meetings . Other professional business as required by the Principal.  

 

1.   If any curtailed school day is creditable as a full pupil attendance day under State Department of Education regulations, said school days shall also be counted as a full workday for instructional staff.

                  a.         In the event NCCES needs to alter school times in order to meet the minimum aggregate time requirements as determined by the State Department of Education – Time on Learning Regulations as of September 1, 1997, the Executive Director will make any and all necessary changes to meet said minimum aggregate time requirements, at no additional cost to NCCES.

                  b.         In the event that no agreement is made by the parties, NCCES retains the authority to alter the schedule to meet this requirement.

 

1                    Teachers will have a minimum of one (1) duty-free preparation period of not less than forty-five (45) minutes four out of five days per week, the exception being one block day per week. Exceptions to this may occur when NCCES demonstrates severe financial limitations resulting in reductions in force equivalent to 10% or more of the instructional staff from the prior school year. In such cases of financial hardship, the Collaborative Bargaining Team and NCCES agree to meet to adjust preparation in a manner that least impairs the contractual time set forth above while maintaining the educational standards of NCCES. Such modifications shall be considered temporary. 

2                    Members of the instructional staff may be required to supervise students in the commons area, the lobby, outside areas, and shall monitor halls during class changes.

3                    Each instructional staff member shall, without additional compensation, assist in the supplemental educational operation of the school which may consist of club sponsorship, chaperonage, detention duty, accreditation work and the like. Such education operations of the school held in the afternoon or evening, shall be assigned by the administration on a voluntary basis where possible. In cases where a volunteer is not available, the administration shall assign the duties on an equitable rotating basis. Teachers who are paid for activities are not excluded from this position.

4                    Instructional staff is required to attend Special Education and/or 504 meetings to which they have been specifically invited and they have a legal obligation to attend, unless permission not to attend has been received from the parent. They must stay until the Team Chair or Administrator in charge, in their reasonable judgment indicates it is appropriate for them to no longer participate in the meeting.

5                    Instructional Staff members must sign out in the main office if leaving the building.

6                    The parties’ recognize that New Student Orientation, Advisor meetings, Goal Setting meetings, Roundtable/Gateways, and Graduation are a professional obligation and an effective means to facilitate communication between the school and parents. Annually, one of these nights shall be scheduled by the Executive Director after seeking input from staff on the best agreeable date. NCCES agrees that it will work with instructional staff members who are unable to attend a scheduled evening obligation due to scheduling conflicts or other reasonable reason(s), to ensure that said staff member is able to effectively communicate with parents about student progress and performance.  Instructional staff shall submit an appropriate method to the Executive Director indicating how he or she will effectively communicate with parents if said individual was unable to attend the regularly scheduled evening obligation. An example of an appropriate method would include notification to interested parents of alternate means of effective communication.

 

B. Support Staff:

1                    Work schedules will be established in writing prior to the start of the school year as stipulated in the individual employee’s contract.  Hourly staff must complete bi-weekly timesheets and have them signed by their supervisor prior to submitting them to the business office.

2                    All support staff employees working 8 hours or more per day shall be entitled to a paid ten (10) minute morning and afternoon break as scheduled by their immediate supervisor. All support staff employees working 4 hours or more per day shall be entitled to a paid ten (10) minute break as scheduled by their immediate supervisor.

3                    If an employee is called in to work beyond normal working hours, he/she shall be paid a minimum of two (2) hours pay for each time they are called to come to the school.

4                     All support staff working 8 hours per day will have a duty free, unpaid lunch period of 30 minutes duration daily. Support staff may elect not to take lunch and leave 30 minutes early with their supervisor’s approval on an occasional basis. 

5                    Any question regarding overtime, please see HR Policy #P4507.1

 

C. Administrative Leadership Team:

All contracts are individually negotiated as far as work hours and work days.

ARTICLE V – WORKING CONDITIONS

A. General Conditions

Although the principle responsibility of teachers is to teach, guidance counselors to counsel, and other recognized groups to function within their area of certification or expertise, all members of the staff contribute individually and collectively to the successful operation of school and the education of the students therein.

1                    In assigning students to classes, the administration shall make every effort to work with staff to determine appropriate class sizes relative to educational, safety and financial considerations.

2                    Instructional staff members accept responsibility for effectively communicating with parents and students at times convenient to same. If a mutual time cannot be established, the Executive Director shall set a time contiguous with the school day. 

3                    The Executive Director or designee will determine class assignments in which a member of the instructional staff will teach within his or her certification and in conformance with state law or regulation. Every effort will be made to assign staff members to teach in not more than two (2) areas of certification. If it is necessary, under extenuating circumstances, the Executive Director may assign a member of the instructional staff to teach in more than two (2) areas of which the member is certified.

4                    In all matters relating to teacher work load, teacher assignment, distribution and balances of class sizes, non-teaching duties, after school meetings, and similar matters, every reasonable administrative effort shall be made to see that fair, impartial, and equitable treatment and consideration is given to each such circumstances.

5                    Every effort will be made to inform teachers of their teaching assignments by the close of the current school year for the next school year.

6                    The parties agree to work together to provide for the orderly and safe operation of the school. Teachers shall maintain visibility in corridors and make regular visits to student lavatories to prevent infractions of school rules.

7                    Members of the instructional staff accept responsibility for classroom order and management and agree to follow school wide protocols for classroom and hallway management. In the event that individual student behavior becomes disruptive to the education of others in the class, instructional staff members shall receive administrative support.

 

B. Equitable Staffing Amongst Departments

The administration will make every attempt to make the teaching loads equitable between departments. This will be accomplished by taking into consideration the following:

                  The number of teachers assigned to the department in relation to the number of courses taught in the department.

                  The number of Title I and special educators assigned to the department

                  The number of different preps (within and across Divisions)

                  The number of students in the teaching load (with consideration for small group instruction for students with significant skill deficits)

                  Program needs

 

C. Teaching Assignments

1.   A teacher who provides direct service instruction for the equivalent of a minimum of five out of six periods for a full academic year or its equivalent shall be considered a full time teacher, unless mutually agreed to be different. Reduced loads for new teachers can be made as appropriate. The school’s goal remains teaching loads of no more than 80 students.  Teaching loads shall not exceed 90 students.

The Standard Teaching Load at NCCES will follow the scenarios below:

A. 5 periods Advisory or targeted instruction no more than 2 CPs*

B. 4 Periods 3 CPs* Advisory

C. Dept head 4 periods 2 CPs* Advisory or Targeted assistance/admin

D. New Teacher (exact schedule and corresponding support plan to be determined at point of hire or as soon as possible in school year)

 

*Course Preparations (CPs) = a course that is graded on both content and effort or a special education tutorial

1                    Teachers shall have daily free period during which they will have no assigned duties, except for one block day per week when all blocks are meeting.

2                    When teachers are absent, the administration will make every reasonable effort to secure a substitute. If a substitute is not available teachers may be asked to cover a class during their preparation period. This is voluntary.  If a teacher agrees to cover a class, they will be compensated for their missed free time $25.00 per free period and $40.00 per prep during block period.

3                    Teachers shall have no lunch duty. A Sub Committee of the 2008-2009 CBA has been formed to determine best solution for non-teacher led lunch duty.  

4                    Teachers will serve one block of before or after school duty.

 

D. Meetings and Professional Development

             1.         Summer Planning for new staff will begin on or after August 19th. August Planning for returning staff will begin on or after August 24th. 

             All faculty members will participate in one professional day with their Subject Area Team and one professional day with their Grade Level Team on a summer date which is determined by the participants to be mutually convenient.

2              Wednesdays 12:30–3:30 will be devoted to professional development work.  A Professional Development Plan describing this work will be presented to the faculty by the Principal and Director of Curriculum and Instruction as part of August planning.

             3.         Teachers shall be required to attend the following meetings:

             a.         Choice of one (of three) New Student Orientation Meetings during the month of August, April, or June, 3:30-5:00

             b.         Pending funding, ELA and Math Teams will be asked to coordinate a 1-3 day summer curriculum planning session during the Summer months at their discretion.

 

In addition, work hours will be adjusted on three days (11:00-6:00) to accommodate families’ ability to attend our three annual Advisory Conferences (Meet & Greet, Mid-Year Portfolio, Roundtable/Gateway).

1              Teachers should set aside at least 1 day each week for the purpose of giving students extra help. 

2              Teachers will be given 24 hours notice of an extra meeting, except in cases of emergency.

3              Teachers may be asked to attend meetings with students and parents.  All teachers that are available should try their best to attend if applicable.

4              All employees must participate in the NCCES graduation ceremonies annually.  Employees whose children are graduating are not obligated to work on the day of graduation or to take on any duties to support the graduation ceremony.

 

ARTICLE VI – PROVISIONS FOR SALARY AND BENEFITS

1                    Instructional staff shall be paid their annual salaries in twenty-four (24) equal installments payable on the 15th and last day of the month.  See Article VII for the calculation of the 9 working days without pay.

                  2.         A teacher who enters or leaves the employment of NCCES during the school year will have a pro-rated salary calculation as follows:

                  a.         If a contract is terminated by either the teacher or the Executive Director before the end of the school year, the salary earned shall be determined by the annual contracted salary divided by the number of contract days in the school year, multiplied by the number of days taught.

                  b.         If a contract is entered into after the start of the school year, the salary to be paid is determined by the annual contracted salary divided by the number of contract days in the school year, multiplied by the number of days left to teach.

2                    The Executive Director may, when hiring new teachers, negotiate variations in the placement on the salary schedule. Salary Requirements are requested from prospective candidates at the beginning of the hiring process.  

                  4.         School leaders take the following approach to making hiring decisions that bring and retain the most qualified people to the school: 

                  School and student need

                  Budget

                  Equity within dept or broader faculty

                  Individual requirements of candidate 

3                    The Executive Director may, after showing due cause, withhold the salary step increments of a teacher. Upon receipt of an unsatisfactory evaluation, a teacher’s step and column placement on the salary schedule shall be frozen and remain frozen until a satisfactory evaluation has been achieved. Notice of an unsatisfactory evaluation shall be provided to the teacher by January 1, and at that time, an action plan shall be jointly developed by the teacher and administrator to help that teacher receive a satisfactory evaluation by the end of the school year.

4                    A teacher who takes an approved unpaid leave under the terms of this Agreement shall be entitled to move to the next salary step provided that he/she has taught ninety-one (91) or more days during the year in which the leave has been taken.

                  7.         Salary Schedule Placement Changes: All salary schedule placement changes to a higher education level shall be as of September and March of each year.

                  a.         A change requested and documented by October 30th with the Business Office will be effective the first pay period of the school year.

                  b.         A change requested and documented by February 28th will be effective the 13th pay period of the school year. This will result in a contract year payment of 50% of the former annual salary and 50% of the increased annual salary.

                  i.          Only graduate courses offered by an accredited college or university may be considered for category change.

                  ii.         Support staff must complete timesheets and obtain supervisor’s approval before submitting for payroll processing.  Any deviation from normal working hours must be approved in advance by the employee’s supervisor, the Principal or the Executive Director.

                  iii. Benefits

5                    The School will pay 75% for the HMO Single Health Insurance and 50% for any PPO or Family Health Plan. The School offers a voluntary 403(b) retirement plan through TIAA-CREF and voluntary participation in a pre-tax flexible benefits program. Benefits also include $1,000 (or pro-rated portion in accordance with their FTE) payment in lieu of health insurance coverage through the School.

6                    An employee or a family member must notify NCCES immediately of a divorce, legal separation or a child losing dependent status under the terms of the plans. The details of this coverage are set forth in the plan documents.  You should review those documents for further information.

 

ARTICLE VII – SALARY SCHEDULE FOR INSTRUCTIONAL STAFF

At the beginning of the 2009-10 fiscal year all faculty salaries will follow a one step progression using the attached salary schedule.  If a faculty member teaches less than 90 days in the academic year they will not be eligible for a step increase unless previously negotiated.  

FY’10 SALARY SCHEDULE FOR INSTRUCTIONAL STAFF

Step

B

B + 15

B + 30

M

M + 15

M + 30

M + 45

M + 60

0

35,300

36,447

37,358

37,751

38,600

40,183

41,187

43,329

1

36,765

37,941

38,871

39,271

40,135

41,741

42,763

44,966

2

38,309

39,516

40,464

40,873

41,752

43,380

44,421

46,687

3

39,937

41,175

42,143

42,560

43,454

45,105

46,165

48,496

4

41,655

42,925

43,912

44,338

45,247

46,921

48,000

50,400

5

43,466

44,770

45,778

46,213

47,137

48,834

49,933

52,404

6

45,379

46,718

47,745

48,190

49,129

50,849

51,967

54,514

7

47,398

48,773

49,822

50,275

51,230

52,972

54,111

56,735

8

49,531

50,943

52,013

52,476

53,446

55,210

56,370

59,075

9

51,785

53,235

54,326

54,799

55,785

57,570

58,751

61,541

10

54,167

55,657

56,770

57,252

58,254

60,060

61,261

64,141

11

56,686

58,216

59,352

59,844

60,862

62,687

63,910

66,882

12

59,350

60,923

62,080

62,583

63,616

65,461

66,704

69,958

 

The above salaries do not reflect the 9 days of work without pay.  That calculation is as follows:

Example: (B1-Bachelor, Step 1) $36,765 annual salary / 186 contract days = $197.66/per day * 9 days = $1,778.95. This amount will be subtracted from the annual salary for a new base salary of $34,986.05. This new base salary will then be paid in 24 installments the 15th and the last day of each month.

For new teachers, salary will be divided by 189 contract days to reflect the 3 additional professional development days, which occur in August during New Teacher Orientation.

ARTICLE VIII – STIPENDS AND ADDITIONAL COMPENSATION

A. For the following designated assignments and responsibilities outside the regular job description, stipends will be provided as described below.  They will be paid twice a year after the responsibilities have been fulfilled, in January and in June.  Athletic coaches will be paid after the athletic season and drama director will be paid after each production upon completion of a stipend request, signed by the ED and submitted at least 10 days prior to the payroll date. 

B. The Executive Director may designate additional stipended assignments and responsibilities as necessary.

C. Stipended positions are one year appointments and will be evaluated and renewed as instructional staff positions.  

D. Requirements and Responsibilities can be found in the public folder: \\Frunabulax\public\staff\Job Descriptions)

Position - Stipend

                  Core Subject Area Team Leader & Non-Core Dept Head (1) – Up to $2,000 (One period assignment)

                  Grade Level Team Leader – Up to $1,000

                  After School Program Coordinator – Up to $5,000

                  Athletic Director – Up to $6,000

                  Athletic Coach – Up to $2,000 per season (no assistant)

                  Drama Director – Up to $2,000 per production

                  Yearbook Director – Up to $1,200

 

ARTICLE IX – SALARY SCHEDULES FOR HOURLY STAFF

At beginning of the 2009-10 fiscal year all staff salaries will follow a one step progression using the attached salary schedule. If a staff member is employed by NCCES for less than 90 days in the fiscal year they will not be eligible for a step increase unless previously negotiated.  

 

Clerical

Facilities

Food Service

Step

Administrative Secretary Level II

Custodian Level I

Facilities Coordinator Level II

Level I

0

12.70

10.00

14.68

10.35

1

13.23

10.42

15.29

10.78

2

13.78

10.85

15.93

11.23

3

14.37

11.31

16.61

11.71

4

14.99

11.80

17.32

12.21

5

15.64

12.31

18.08

12.74

6

16.33

12.86

18.87

13.31

7

17.05

13.43

19.71

13.90

8

17.82

14.03

20.60

14.52

9

18.63

14.67

21.54

15.18

10

19.49

15.34

22.53

15.88

 

Appendix A
School Organizational Chart
(Located \\Frunabulax\public\staff\Employee Resources\CBA)